Enterprise RPO Program Enables Healthcare Business to Continue Global Expansion

Case Study

Challenges

Hiring Volume: 3,000 – 4,500 hires annually
Roles: Pharmacy, Technology, Network Management, Behavioral, Marketing & Communications, Compliance, Legal, Sales, Nursing
Geography: North America, EMEA, APAC (as needed)
Specific Challenges:

  • Scalability: M&A activity created fluctuating volumes; this, coupled with a growing and diversifying business intensified the need for a scalable dual provider RPO solution.
  • Diversified hiring: Challenged with short deadlines to fill a variety of positions across a global portfolio that range from general to highly specialized and include both high- and low-volume job families.
  • Internal mobility: Executive-level initiatives focused on employee mobility; a lack of internal skills mapping functionality created the need to advance an internal mobility program with best-in-class solutioning.
  • Virtual solutions: With pandemic restrictions, previous face-to-face solutions needed to quickly be replaced with innovative virtual solutions.
  • Innovation imperatives: In addition to general process recommendations and optimizations, there was an increased need for providing creative, innovative ideas in a systematic way to meet the growing needs of the business.
  • Healthcare hiring: Limited and highly competitive talent pool for licensed healthcare professionals; volume demand spikes due to global COVID-19 pandemic.
  • Speed: Rapidly evolving business needs due to acquisitions and extreme growth was compounded when COVID-19 added an additional layer of complexity and compressed timelines. Delivery became even more timebound with critical projects tied to COVID-19 testing readiness, vaccine distribution, and other global healthcare needs.

Approach

Solution Type: Enterprise RPO
Delivery Model: End-to-end
Highlighted Strategies:

  • Robust implementation & training program: Hosted multiple roundtable and voice of the customer (VoC) sessions across 9 sites prior to go live:
  • Conducted a full examination of existing processes and operating rhythms in order to develop an optimized workflow complete with robust reporting and integrated technology systems.
  • Nearly 100 total hours of self- or trainer-led instruction, a two-week training boot camp for the client delivery team, a robust onboarding training plan, and individual site visits prior to go live – all of which aided in the Sevenstep team gaining a strong understanding of the business before launching the program.
  • Culture & value alignment: Developed continuous, collaborative feedback loops to ensure alignment on marketing strategy, hiring priorities, and optimization opportunities.
  • Stakeholder engagement: Aligned with leaders at all levels of the organization to ensure streamlined, responsive communication.
  • Communication & reporting: Structured review cadence, including daily, weekly, monthly, and quarterly checkpoints for all levels of stakeholder groups.
  • Disciplined, custom quality assurance: 7 SLAs and 19 KPIs, including compliance, candidate care, requisition management, and innovation.
  • Agile recruitment strategies: Virtual career fairs to deliver on all job families and hiring needs. Example: https://sevensteprpo.com/covid-19-virtual-hiring-event-for-healthcare-rpo-client/.
  • Community engagement: Pipeline talent ahead of demand by building relationships with local schools and workforce centers.
  • Community engagement: Pipeline talent ahead of demand by building relationships with local schools and workforce centers.
  • Proactive pipelining: “Chase the sun” sourcing with 24-hour efforts across the globe for high priority projects and volume spikes.
  • Employee referral program (ERP): Leveraged a designed employee referral program to contribute to a robust talent pipeline ahead of demand.
  • Held virtual rallies to educate employees on the importance of the ERP, how to refer friends and family, and what to expect upon submitting a referral.
  • Internal mobility: Prioritized the sourcing of internal candidates and developed internal marketing materials to educate hiring managers on “internals first” initiative and how to post and advertise jobs for internal audiences.

Results

  • 75% of applicants presented for hiring manager review advanced to interview.
  • 5:1 ratio of hiring manager interviews-to-offers accepted.
  • Reduced aged requisition percentage from 28% to 16%.
  • 64% quarterly volume increase in new hires.
  • 20% quarterly class hiring growth.
  • 1 in 5 hires are a referral from a current employee.
  • 5 scope expansions, including international scope and multiple new job families and grade level.